Networking Has Changed But Its Necessity Remains The Same

Posted in Forbes Human Resources Council

Before the pandemic, sessions on networking were taking place constantly. Every conference offered an expert to help you network, and many of them hit the same points — follow up, offer something to your new acquaintance, etc. Rarely did the conversation go to the depths it needed for one to become really effective at networking. The pandemic has changed some of that. In obvious ways, networking has become more difficult as we do not gather the way we used to. In some ways, we have a new opportunity to network for real.

Breaking The Bias Through Sponsorship

Posted in Forbes Human Resources Council

It is 2022 and we have just celebrated International Women’s Day. This is an important moment and reminder for women of how much we have done, how far we have come and how much more there is to do. Our call to action is to break the bias, but how?

Reflections: The Pandemic of 2020

Keynote Speaker at the California Human Resources Conference for Life Science

Watch Dr. Lisa’s keynote speech at the California Human Resources Conference for Life Science, a conference dedicated to Human Resources professionals working within the life science industry across the state of California.

How Does Social Oppression Show Up in the Workplace?

Posted at

In this interview, Dr. Lisa joins Cultural Competence, a diversity and inclusion podcast, to discuss constructs in our workplaces that reinforce forms of social oppression and how to tear these barriers down, in addition to some of the pitfalls employers can avoid in trying to address this.

Please, No Platitudes – Dr. Leeno Karumanchery Interviews Dr. Lisa Toppin

Posted at

In this interview, Dr. Lisa shares her views on:

• How using metrics can’t just be about counting heads
• The importance and pitfalls of engagement surveys
• What it takes to create a healthy workplace culture
• Investing in Employee Development
• Why D&I needs to be engaged straight through the talent cycle

Employee Resource Groups Are Still Valuable To Organizations And Participants

Posted in Forbes Community Voice

There continues to be a debate about the value of employee resource groups — known also as business resource groups or affinity groups — with a few firms exploring the idea of disbanding them in favor of multicultural groups. Some people think that ERGs have run their course and are no longer effective within organizations. In fact, there is even some concern that these groups inhibit the organization’s effort to bring different groups together, along with proposals to disband ERGS or replace ERGs with with multicultural groups that expand to specifically and definitively define a role for white men. White men have been invited to participate as long as ERGs have existed, but this change defines the seat, which is different and an important consideration.

Strategic Solves For Large-Scale Change In Diversity And Inclusion

Posted in Forbes Community Voice

Someone recently asked me what the systemic solve was for diversity and inclusion (D&I) in companies. Embedded in her question was significant frustration over the pace at which things are changing. It is just not fast enough for many of us, and yet I find it encouraging that this conversation is top of the agenda for many firms.

Even if we cannot make discrimination issues disappear with the wave of a wand, we can consider the strategic solves, which include embracing technology as integral to new approaches, revamping process so that it is inclusive and unbiased throughout and continuing to bolster the individual programs that make real differences in employees’ lives every day.

The Untapped Secret Weapon To Building A Diverse Leadership Pipeline

Posted in Forbes Community Voice

Imagine being able to fly, but then choosing to drive in rush-hour traffic every day. Or having super strength, but only using it to open salsa jars for your spouse. Such wasted potential! Yet every day, companies leave much untapped potential on the table by not fully leveraging women and minority leaders across the firm who can help accelerate growth by bringing new ideas and diverse perspectives to the table.

Why does this happen? Often it is because unconscious bias overtakes our good intentions and well-thought-out programs. We know that “like being attracted to like” infiltrates our mentoring and sponsored relationships. This phenomenon plagues our ability to make progress in moving women and minorities up the ladder because, even when a formal program exists, women and minorities are just not chosen often enough.

Leaning In On Pay Equity: It’s More Than A Notion

Posted in Forbes Community Voice

Massachusetts, New York City and California have been among the first to enact laws that forbid employers from asking applicants their salary histories. Like any law, this only works if we as employers embrace the full spirit of the law, rather than just the letter. Embracing this change will be a test of our resolve and commitment to do right by employees to offer pay equity. We employers are so used to asking for and receiving information about a candidate’s salary history, so naturally some will struggle to understand why it is important to not ask — and more will struggle to fully make the adjustment in their recruiting practice, because it is simply easier and in some ways more efficient to know the applicant’s salary up front.

Driving Diversity And Inclusion Requires Cracking The Code On Sponsorship

Posted in Forbes Community Voice

It’s well-established in the field of human development that sponsors are a strong vehicle to developing talent. In a business setting, sponsors are senior leaders who are willing to invest their own reputation advocating for an employee behind closed doors. This is how a sponsor differs from a mentor: Sponsors have an investment that mentors don’t. The protégé’s career outcome is a direct reflection of the sponsor’s advocacy, and thus the sponsor works harder to ensure favorable outcomes and everybody wins. Mentors have an interest and provide sound advice, but they are not necessarily providing air cover and counting on the success of a mentee the same way a sponsor counts on a protégé to be successful.

Dr. Lisa's Latest Blog Posts

Early Stages

I started as yoga trainer and getting more and more close with people who came for yoga classes, I saw that it might not be all I can do for them. Then I started thinking about elaborating my own complex lifestyle program. I already had a bunch of ideas – so it started swiftly.

Career Start

With my medical degree in endocrinology I was able to smartly combine yoga techniques together with correct nutrition recommendations and come up with a neat program that would improve self-comprehension of many people struggling with their weight problems and overall dissatisfaction.

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